Continuous Background Screening: An Emerging Trend for Employers
One employment screening topic that has gained momentum over the past year is the practice of continuous background screening. More than ever, employers are starting to weigh the advantages of conducting post-hire screenings on their workforce.
The benefits for employers are clear: a continuous background screening program allows employers to make highly informed employment retention decisions. For healthcare employers, however, adopting this type of talent screening program also demonstrates their commitment to workplace and patient safety.
In a new white paper, Continuous Background Screening: An Effective Workplace Safety Tool for Healthcare Employers, PreCheck’s Vice President of Compliance Vu Do discusses key considerations healthcare organizations should review before implementing a post-hire talent screening program.
Whether your organization is considering implementing a continuous screening program in 2019, here’s a quick overview of this emerging trend and why it makes sense for healthcare.
Continuous Monitoring: A Top Employment Screening Trend for 2019
In a recent article published by the Society for Human Resource Management (SHRM), talent acquisition editor Roy Maurer included continuous monitoring as one of the top three employment screening trends for 2019. Although employers across industries are expected to pay more attention to this emerging trend in the coming year, it is not necessarily a novel practice. Some companies have already publicly announced their program adoption. For example, Uber announced the company implemented a continuous background check program in July 2018.
Continuous Screening: Already a Healthcare Standard for Compliance
As part of one of the most highly regulated industries, most healthcare organizations already practice at least one form of continuous screening.
“While there are some industries whose regulations have mandated continuous or some form of periodic screening, such as [healthcare], we are seeing more industries embrace the idea,” Melissa Sorenson, Executive Director of the National Association of Professional Background Screeners (NAPBS), states in the SHRM article.
Healthcare compliance departments typically conduct exclusion screenings on a monthly basis to comply with industry guidelines. In 2013, the Department of Health and Human Services’ (DHHS) Office of Inspector General (OIG) established a monthly screening frequency as the industry’s standard in their exclusion screening advisory bulletin.
With a continued focus on patient care, it makes sense for healthcare employers to adopt continuous criminal history checks to further mitigate risk and ensure safety.
Compliance Remains Key for Continuous Screening
While continuous screening can benefit healthcare employers, things can go awry if compliance is not given the same considerations as any background screening program, according to industry experts.
“Like any [background screening] program, it’s important for employers to ensure they follow both federal and state law related to background screening—including following disclosure and authorization requirements before conducting a background check, as well as adverse action processes in the event that the results of the background check leader the employer to consider not hiring, promoting or retaining the individual,” Sorenson recommends in the SHRM article.
Considering implementing a continuous employment screening program at your healthcare organization? Download our new white paper on continuous background screening for healthcare employers to learn how to get started with planning your program.